Essay On Motivation Theory X

Essay on Motivation Theory X
Motivation Theory X Foundation of today's organizations. These theories go back to the turn of the
century and in some cases are considered by the uninformed to be simply fads which come and go.
As I have discovered, these theories are rather the steps on a ladder which continually takes us
higher and higher. Douglas McGregor in his book, "The Human Side of Enterprise" published in
1960 has examined theories on behavior of individuals at work, and he has formulated two models
which he calls Theory X and Theory Y. Theory X Assumptions The average human being has an
inherent dislike of work and will avoid it if he can. Because of their dislike for work, most people
must be controlled and threatened before they will work hard enough. The ... Show more content on
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Self directed work teams have also become one of the more changing approaches to employee
involvement, and has been increasing in popularity within the last several years. Companies such as
Proctor & Gamble, Digital Equipment, General Mills, Federal Express and other well known
companies, are reorganizing their employees into self directed work teams. In a recent survey, 476
Fortune 500 companies found that although only 7% of the work force is organized into self directed
work teams, management at half of these companies said that they will be relying on them more in
years ahead. (Cotton, 1993). Establishing Self–Directed Work Teams.
There are nine basic steps in establishing self–directed work teams:
· Developing a shared vision,
· Empowerment
· Training
· Presence of a supportive culture
· Developing performance expectations and feedback
· Establishing boundaries
· Developing an appropriate pay system
· Constructing the appropriate physical layout of facilities (where applicable)
· Developing friendly union interaction. (Berger, 1998),(Cotton, 1993).
The benefits I have witness at this company from utilizing these theory Y employee empowerment
methods are increased morale from a more satisfying and effective workplace. More personal pride
in the quality of the product we have at Harbinger.
Although there are some noted disadvantages to self directed teams such as some team member's
unwillingness to change their

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Evolution Of Management : Theory X And Y, And Theory Z
Evolution of Management
Blake Schwengler
Tarleton State University Abstract
We will examine the evolution of management beginning with the timeframe of the industrial
revolution thru today's management. Management theories included in this time contains the Human
Relations/ Behavioral School of Management, Classical School of Management, Contingency
Approach, the Scientific Approach, Theory X and Y, and Theory Z. The present style and classical
style of management will be compared and contrasted to each other and how they apply to my job.
Evolution of Management
During the 1900 and into the later 1920's, the Industrial Revolution sparked one of the first
managerial theories introduced to the United States; the Classical school of thought. This theory
arose when issues began with factory systems. At the time of the Industrial Revolution, the United
States had taken on many non–English speaking immigrants who felt their working conditions were
not satisfactory and who also felt they were inadequately and improperly trained for the positions
they held. Upper management noticed these issues with their employees and soon took actions to
find a solution. Efficiency was the main focus for traditional or classical management which
included bureaucratic, scientific and administrative management. Bureaucratic management has a
much more structured approach to things; division of labor, set rules and guidelines and hierarchy
are a few characteristics of bureaucratic

Functional Theory In American History X
In the 1998 film American History X, Derek Vineyard is paroled after serving 3 years in prison for
brutally murdering two black men who were breaking into his truck. Through his Brother Danny's
narration of a paper he is writing, it is learned that Derek was the leader of a large Neo–Nazi group
known as D.O.C., or Disciples of Christ, that committed many acts of racial crime throughout Los
Angeles. During his time in prison Derek decides that hate is a waste of time after being violently
raped by fellow white supremacists, and his only friend being a black man, who was only in prison
for a misunderstanding. After getting out on parole, Derek learns that Danny is headed down the
same racist path as him, and decided that he must put a stop to it. Throughout this film there are
many examples of the five theories of deviance; Functional, Conflict, Labeling, Broken Windows,
and Differential Association. From Derek's initial exposure to racism, all the way to him deciding to
change, all five theories are exemplified through Derek, Danny, their Father, Cameron, or the
D.O.C. as a whole. To being, this movie shows Functional Theory by clarifying rules, bringing
groups together, and eventually promoting social change. By Derek being sent to prison, it sets an
example for not only Danny, but the entire gang, that being a Neo–Nazi is wrong. While no one
heads the warning, it does show them that their actions could land them in jail. Additionally, it also
clarified social rules to the

The Theory and Practice of Spin-Out Management Essay
Spin–out management: Theory and practice
New startups often use internet to interact with their clients through which they detect low
circulation cost and increase innovative goods. Most of the firms are flop because they cannot adopt
new changes. For innovations, Internal R&D department is very essential for any evidence
(Chesbrough, H. 2003a). High–technology companies do heavily investment for R&D department
for revolution, because companies consider it challenging and this direct companies towards spin–
off (Ferrary, M. 2008).
Multinationsla or larger firm's strategies are not flexible as compare to small firms, because small
firms can easily merge or change their strategies according to the environment. Since in mid 1980,
most of ... Show more content on Helpwriting.net ...
In external spin–out companies are working independently but in internal spin–out companies are
work under the supervision of parent company.
By implementing spin–out management increases flexibility. It can decrease harmful aspects of
large companies such as structure and weak innovation.
In spinout speculation, spinouts are too tight to the parent organization and its not let the spinout to
collect the benefits on its own business model and create its own values. He also criticized that the
first potential disadvantage for an organization to set–up spinouts is the high risk of failure. (Lord et
al., 2002)
Spinout has freedom to decide about its own direction, which is not always in route with the
advantage of the parental organization. (Chesbrough, 2003)
Spin–outs ongoing as internal startups will only earn earnings from cost advantages in the long run.
(Jagersma, 1997)
Motivation: The Not–So–Secret Ingredient of High Performance
McGregor, D. (1960), an American social psychologist, predictable his renowned X–Y theory in his
1960 book 'The Human Side of Enterprise'. Theory x and theory y are still denoted normally in the
field of administration and stimulus, and even as more recent studies have questioned the hardness
of the model, McGregor's X–Y Theory skeleton an related basic principle from which to advance
positive administration style and methods. McGregor's XY Theory remains central to organizational
development, and to improving

Theory X and Y: Style Management
Theory X describes a results–driven manager who issues deadlines and ultimatums, is elitist, does
not build teams, is a one–way communicator and a poor listener, and a whole host of other negative
traits. This is the "authoritarian" style, and while MacGregor's (Chapman, n.d.) treatment of this
manager is overwhelmingly negative, these types of people often become managers because they
deliver results. Theory Y managers, by contrast, as known as "participative" and are characterized
by a host of positive adjectives.
According to the survey (Chapman, 2002), my situation falls into a score of 45, which means that I
am subject to generally Theory Y management. According to the second part of the same survey, I
scored a 69, meaning that I strongly prefer Theory Y style management.
I think that these two scores largely relate to my experience at work. My own score is not at all
surprising. I am an intelligent, independent person and I am accustomed to charting my own course
in life. For me, it is very important that I am in a work environment that values me as a person with
unique contributions to make. I do not fit in well with most corporate cultures because of that, and I
never have. I have had some difficulty, therefore, finding a good company to work for. It seems to
me that there are not really a lot of companies that lean so heavily towards the Y scale. Those that do
exist can be very difficult to get into, which tells me something else about human nature.
I

Philosophy Of Leadership
Argue which leadership philosophy is most common from your perspective, McGregor's Theory X
or McGregor's Theory Y?
Theory X is more dominant. Leaders have to work hard at motivating employees because they
believe people don't like work. Leaders have to direct and control people because they believe
employees lack self–motivation. Leaders need to tell employees what to do how to do it and when to
do it. Introduction to Leadership, (p. 84–86)
2. Argue which style of leadership is most effective, Task Style or Relationship Style?
The Task–oriented leadership is the most effective leadership style. An organization needs focus on
the goals to accomplish the mission. Most organizations may use midrange style between Task–
oriented and Relationship–oriented

The Theory X And Theory Essay
As an important philosophy in the management, the management theory has a direct impact on the
organisation's development. At the same time, it was suggested that when superiors do not supervise
subordinates, subordinates will complain about everything and started to become lazy, they even
spoke ill of each other and caused trouble (Blaug, 1999). Based on the research, this essay argues
that a good manager should have the basic knowledge of human psychology, and even learn about
the needs of subordinates to help them work enthusiastically without strict management. This essay
first analyses the strengths and weaknesses of the theory X, which related to Blaug 's statement.
Subsequently, it compares theory X and theory Y to give an overview of both. Finally, this essay
states which theory that managers should choose for the current regulatory environment.
Both Douglas McGregor 's Theory X and Theory Y have their strengths and its weaknesses. One of
the advantages that this theory is quite understandable. On the other hand, it can help managers
focus on two different types of individuals: individual work and personal hate willing to work.
Because of the weaknesses and shortcomings, the theory can hardly be used right now. According to
McGregor, theory X assumes people dislike work, lack ambition, are irresponsible and prefer to be
led, while theory Y assumes people are willing to work and accept responsibility, and are self–
directed and creative. Based on some research, theory

The Theory X And Theory Y
Douglas McGregor, a social psychologist in the 1960's, developed two theories for workplace
employees (Theory X and Theory Y, 1996–2016). Theory X describes employees as unmotivated,
irresponsible, they need to be controlled, and they dislike working. Theory Y describes employees as
responsible, enthusiastic, motivated, and imaginative. As an employee, not in a Management
position, I can say I appreciate a manager who follows the Theory Y description. Since I feel that
way as an employee, I will strive to be that type of Manager. I will participate, guide, lead, and
motivate my employees to want to do a good job, and truly love what they do every day. I do believe
that there are many employees in the workforce who do not like to work. When I come across
someone with these characteristics, it will be my job to change their views. A low dose of
responsibility will most likely motivate people to do better. Unfortunately, there are still many
people who have the pessimistic view on life, and nothing will change their ways. Participating and
interacting with employees on a day to day basis shows your interest in their role. I can understand
how applying Theory Y in large organizations may be difficult, but with the right management in
place, each department can be managed with Theory Y roles. I believe many companies give up on
the chance to give their employees the responsibility because it is easier to control and direct
without consideration or involvement from the

American History X Incarceration Theory
Introduction American History X is a film that describes the story of a white supremacist, Derek
Vineyard, who learns through his prison experience that his beliefs are erroneous. During his time in
prison, Derek was forced to cohabitate amongst non–white individuals, coercing him to reconsider
his prior Neo–Nazi principles. After serving his sentence, Derek realizes that he must save his
younger brother from emulating his example. By analyzing the substantial aspects of prison life
(preliminary adjustment to prison life, prison experience, prison subculture and rehabilitation), as
demonstrated in the film, it can be determined that the film American History X can be used as a
realistic tool for creating awareness of the consequences of being incarcerated and the effects that
prison can have on an individual after they have been released. Furthermore, numerous theories such
as argot roles, the importation theory, ... Show more content on Helpwriting.net ...
However, there are many inmates who are unable to cope well with the pains of imprisonment.
Maladaptive responses such as emotional disorders, self–harm and suicide attempts are the most
common during the initial phases of incarceration (Adams, 1992*pg. 275*). Being barred from the
outside world, prisoners develop coping mechanisms that allow them to deal with the pains of
incarceration. According to Thomas and Foster, two theoretical models have emerged in response to
the coping mechanisms demonstrated by inmates. These two models signify the rudimentary
perceptions pertaining to the patterns found in response to incarceration. The first is the importation
model, which uses individual–level inmate characteristics that were established prior to
imprisonment to explain prison experience (Power, et al., 1997). On the other hand, the deprivation
model suggests that the environment of prison itself explains the experience prisoners have (Cooley,

Douglas McGregor’s Theory X and Theory Y Essay
Douglas McGregor's Theory X and Theory Y
Biography of Douglas McGregor
Douglas McGregor was born on 1906 in Detroit, America. In 1895, it was here that his grandfather,
Thomas McGregor started his business and given its name as, McGregor Institute. The business
provides assistance to Great Lakes sailors and other transient labour. The
Institute provided shelter, warmth and food to approximately 100 men every year. When Thomas
McGregor passed away, his son Murray McGregor
(Douglas's father) continued to manage the business. During high school, Douglas McGregor
worked as a night clerk and played the piano and organ at the chapel services. At work, he became
familiar with the employees and their problems. In 1936, McGregor ... Show more content on
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At M.I.T., McGregor spent two thirds of his time at teaching and as an
Executive Director of the Industrial Relations Section. He spent one third of his time as a consultant.
Between 1943 and 1945, he had left
M.I.T to work at Dewey Almy Company, which manufactures rubber goods.
He was a Director of Industrial Relations in that institution. Since
1940, he has been a consultant in human relations for that industry.
The general manager of Dewey Almy Company stated that McGregor liked to explore and
experiment in human relations with the company. The company offered McGregor a free–hand in
determining its industrial relations policy because; many of his experiments became very successful.
The business and the workmen have full confidence in him.
For many years, McGregor worked as a consultant for several industries and labour undone in the
East and Middle West. He has taken care of the wage and salary administration, contract negotiation,
foreman training, grievance handling, executive development programs, union and management co–
operation programs and problems of organisational structure and function.
He has been a member of the panel of arbitration of the American
Arbitration and tree labour disputes for various companies and union.
McGregor has been a speaker for management and labour groups in United
States and Canada. Also, he has been in charge of conferences on human
relations

Theory X And Theory Of The Open System View
Introduction
Waddell, Jones and George (2013, p. 4) define management as, ' planning, organizing, leading
and controlling of human and other resources to achieve organizational goals effectively and
efficiently. ' For establishing efficient and effective organization, many management practices
have developed gradually to arrange with the political, economic and cultural forces of their
time. This paper critically evaluates the theory established by McGregor i.e. Theory X and
Theory Y and also theory of The Open System View. The paper will initially introduce to the
theory. This will be followed by their contributions and limitations in managing employees
today. According to Douglas, human behavior is motivated by the style ... Show more content on
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37).
According to Theory X, the only method to motivate people to work are self interest or coercive
methods (Fisher, 2009, p. 356).
According to Theory Y, Management is responsible for organizing humans, machines and
materials to achieve desired results (Halepota, 2005, p. 16) The difference in Theory Y is that
workers are not lazy and they have a hope of achieving something. In this theory workers have
prospective to achieve something and be motivated and are also given freedom to work in their
own way and express their own ideas to dedicate in the success of organization (Halepota, 2005,
p. 16). It is natural for human beings to put effort into work. Employees like to use their

imagination and creativity to make decisions and in solving problems of organization.(Kermally,
2005, p. 38). When Theory Y is applied, employees attain self determination and ample of
opportunities which results in close relationship and mutual trust of employees and
managers.(Sait, Faruk, Onur 2014). Managers are not always idle. They spend time with people,
are engaged in one or the other stuff of organization and are engaged with people who form unity
(Brunsson, 2008). Training and sharing information are important for higher performance of an

A Biblical Application Of Theory X & Y
A Biblical Application of Theory X & Y Theories X & Y have existed since the times of the Bible.
Through analytical evaluation of situations in the Bible, we can see the results of using either theory.
Background Theory X & Y was officially expounded (and named) by Douglas McGregor, a social
psychologist at MIT in the 1960s. His idea was that there are two fundamentally different styles of
management. Theory X is an authoritarian concept where one assumes that individuals work
reluctantly, without motivation. On the other hand, Theory Y is a libertarian concept where one
assumes that people will perform beyond their duties if they are motivated and are dedicated to the
overall goals set forth for them. McGregor first published his ideas in his book, The Human Side of
Enterprise. One of the experiences he had that influenced his thoughts was from work that he did at
his grandfather's establishment for temporary workers in Detroit. Because he was a close
acquaintance of Abraham Maslow, who developed "Maslow's Hierarchy of Needs," McGregor
wished to counter the scientific approach on management ("Douglas McGregor," 2008) and named
Theories X & Y. Theory X Theory X takes the position that the average human being is "lazy and
self–centered, lacks ambition, dislikes changes and longs to be told what to do" (Stewart, 2010). It
portrays the perspective that a worker avoids responsibility and has to be controlled every step of the
work process. There is little to no delegation of

Leadership Styles Of The X Theory And The Y Theory
ven John Wooden definition of success is refreshing and unique: Wooden states that success is a
peace of mind which is a direct result of self– satisfaction knowing you made the effort to become
the best of which you are capable. This paper will seek to describe Wooden's Pyramid of Success
and how it fits the business environment in my work place. Also, this paper will identify similarities
and differences within the Pyramid of Success by comparing it to leadership styles of the X Theory
and the Y Theory. Throughout the Pyramid of Success John Wooden identifies different rationales
for each aspect, we will provide our understanding of all his aspects. Lastly, we will attempt to
create a new pyramid of success and develop a step by step strategy that allows members to use it
and adapt to it. John Wooden Pyramid Style Reflected in CLPHA John Wooden Pyramid of building
blocks directed toward leadership. Each example is shared through his basketball coaching
experiences, but can be applied back to everyday life and business. Working as the Director of
Operations for CLPHA our training and development is based on the philosophy of Wooden, which
focuses team work, value and success. Wooden stresses team spirit as an eagerness to sacrifice
personal interests or glory for the welfare of all. The team comes first. Here at CLPHA we work as a
team. We hold team meetings two or three times weekly. We have a database that we can collaborate
as a team and share ideas and opinions

Planet X Conspiracy Theory Analysis
This article is about a conspiracy theory involving the destruction of our planet. In this conspiracy
theory people believe that Planet X is soon going to collide with Planet Earth. The question is how
could this be possible seeing Planet X is 10 times bigger than our planet. With this conspiracy theory
the answer is simple the what most people know as contrails (condensation let off by planes in
travel) these conspiracy theorist believe are chemtrails. These chemtrails are spraying not only toxic
chemicals into the air, but also theses chemtrails are blocking the view of Planet X all let off by
planes under the instruction of the government.
This is related to the government because this conspiracy theory helps show how theres a lack a

McGregor's Theory X and Theory Y Questionnaire
Question Response:
How do your two scores relate to your experience at work?
The two scores from the "X–Y Theory" Questionnaire indicate the situation and management style
of the organization is at 58 while my personal preferences is 62. They are close, but could be better.
The intent of this analysis is to evaluate how these scores relate to the experiences of being
employed by the organization I am a member of. In general, the management team attempts to
create Theory Y environment, starting with the CEO who concentrates on creating a healthy,
productive environment entirely focused on goal attained and shared accountability and
responsibility. One of the core foundational elements of Theory Y management is the continual
reinforcement and focus on individual accountability and responsibility (Burke, 2011). An adjunct
part of this trait of Theory Y management is the ability to create a very high level of autonomy,
mastery and purpose at the individual level to further accentuate long–term learning (Kopelman,
Prottas, Davis, 2008). The organization I am a member of strives to do this with generous
educational programs and initiatives to create greater levels of insight and intelligence into the core
areas of knowledge our company relies on.
Experiences in our organization have also ranged from the mildly autocratic or transactional from a
leadership standpoint. The company however, especially in engineering departments, is continually
working to create more of a

Theory X and Y
You have just been promoted to supervisor of a large department in your company. The previous
supervisor was terminated because of low morale and performance of his department. You had been
attending night school to earn your bachelor's degree in management and remember, from one of
your courses, how important it is to listen to your employees. Before coming in and making
wholesale changes, you have spent the first several weeks on the job meeting casually with each
employee about his or her views on the company, the department, and his or her own work efforts.
Although you receive a lot of varying feedback, one common thread of employee concern is the
very autocratic approach that the former supervisor used when dealing with his ... Show more
content on Helpwriting.net ...
The rewards encourage employees to work harder and smart which helps the bottom line for
employers. Theory Y management is a good choice under the conditions that rewards are not given
for every little achievement. That means no giving rewards for a job that is supposed to be done, but
rewards for put in the extra work it good. A democratic decision to be made would be what action to
take in a failing project. By allowing each team member to help with the decision making process,
there may come a better idea for how to deal with a problem. Rewards can include early release of
Friday's and a casual Monday for group efforts. Rewards for individual personnel can be a pay raise
or a paid vacation.
If a manager understands these two theories, they can use the positive attributes of each theory
under certain circumstances. Every decision made does not need to be a group decision and making
a sole decision when its needed is the right way to go. Under high stress situations, making a
decision can bring the team members out of the stress and happier on the other side that the manager
was there to make the decision. Also, a manager who helps employees in their career is the ones
who bring up the morale of their employees. The manager should also understand these two theories
to avoid the negative attributes, such as never assuming an employee

Difference Between Soft And Soft Hrm
Soft HRM is defined as a "high commitment work system, which is aimed at eliciting a commitment
so that behaviour is primarily self–regulated rather than controlled by sanctions and pressures
external to the individual and relations within the organization are based on high levels of trust".35
Another essential part of Soft HRM is the importance of communication and the goal of flexibility
and adaptability. Theoretically the employee doesn't only comply with the companies goals, but
positively commits himself to its values and aims, and by that see a meaning in their work .The
commitment employee's show can only be achieved through trust, training, development and the
freedom of autonomous and self–controlled work.
Hard HRM is often considered as the opposite of Soft HRM, as it is defined as "quantitative,
calculative and business–strategic [mean] of managing the "headcount resource""36 and sees the
employee more like a resource, similar to other components of the production. The HR policies and
practices are coherent with the strategic goals set by the company and aim to increase the general
competiveness of the company. Following, the management expects the employees to be unwilling
to work and has to take control over his actions to secure the companies stability and competiveness.
The employee is instrumentalized.
Soft and Hard HRM

The Human Side Of Enterprise
Douglas McGregor was an American professor and psychologist who is most famous for his book,
The Human Side of Enterprise, published in 1960. In this work, he conceives and examines two
theories of behaviors in the workplace. They are known as Theory X and Theory Y. These distinct
theories describe how individuals generally behave at work and how different types of managers
might govern their employees. They have been used over the years to help managers to understand
their employees' needs, behavior and how to better manage their staff. These theories can be
analyzed and broken down into three of many sub–topics: Motivation, Leadership Style and Conflict
Resolution. The two basic labels that McGregor created describe the assumptions that managers
might make about their employees' views on motivation and behavior. According to McGregor's
(1960) Theory X, "the average man is by nature indolent" and is typically self–centered and lacks
ambition (p. 2). In this situation, managers are forced to act in an authoritarian manner. They must
coerce their employees to do their jobs, because the assumption is that workers take little to no
initiative. Theory X demonstrates that workers view money and job security as their primary
motivator. Conversely, Theory Y states that people actually enjoy working and will actively seek out
greater responsibility. Managers in this scenario would encourage and emphasize the empowerment
of their employees and would provide a surplus of

The Theory X And Y Leadership Model
For decades, social psychologists and management professionals have studied numerous approaches
to successful leadership and the motivations behind them. A leadership style can be defined as a
leaders characteristic behavior when directing, motivating, guiding, and managing groups of people
(Cherry, 2006). In order to lead people more effectively, it is critical to understand the assumptions
and influences of different leadership styles. Additionally, one must comprehend what motivates the
team members involved and how their behaviors can drive a certain style of leadership. We will
begin our analysis by discussing Theory X and Y and then look into three other styles: authoritarian,
democratic, and laissez–faire. Lastly, we will decide which style is most often needed in today's
fast–paced world. Over 50 years ago, social psychologist Douglas McGregor developed the Theory
X and Y leadership model, which has been further validated through modern research. According to
McGregor, there are two fundamental approaches to managing people: (1) many managers lean
toward Theory X and "generally get poor results, especially over the longer run," and (2)
enlightened managers mostly use Theory Y, which produces better performance and results while
enabling people to develop and grow (Friesen, 2012). Theory X is a more authoritative and
traditional style because it assumes workers dislike working and will avoid responsibility, must be
controlled or forced to deliver what's needed, and

Essay on Theory X and Theory Y
Theory X and Theory Y, developed by Douglas McGregor, grew out of opposition towards classical
management methods. Classical management theorists, such as Fredrick Taylor, focused on
scientific training and efficiency and did not account for personal and behavioral issues, such as
management styles or job satisfaction. McGregor saw these deficiencies in the classical school of
management which lead him to develop a theory of management that would factor the importance of
the individual worker. If a manager could tap into the feelings and attitudes of their workers, then
the manager would be able increase their employee's motivation which would then increase
production. McGregor's theory viewed the employee as a person and not as a machine ... Show more
Theory X was labeled by McGregor as being a "hard" style of management, where hard meant that
management would have close supervision on its workers, as well as having strong control and
coercion. He determined that a hard style would not be effective for production and organization
that practiced this style would have restricted output and workers would distrust management,
therefore there would be a need for a softer side of management. McGregor based his evaluation of
Theory X manager's on Abrahams Maslow's Hierarchy of Needs theory (Barnett).
As stated earlier, only when the basic needs are met, then a person will be motivated to pursue the
next level. McGregor stated that because most workers have basic physical and safety needs met,
he/she will only be motivated to satisfy higher needs, such as esteem and self actualization.
Therefore, management must be able to provide workers with opportunities to satisfy their higher
needs or they will not be motivated to perform their organizational duties (Barnett). Because Theory
X fails to satisfy the higher needs of the worker, a different set of assumptions need to be made to
account for them, thus McGregor developed an alternative he called Theory Y.
Theory Y was created by McGregor because he believed that its assumptions would lead to a more
effective style of management. McGregor stated that peoples work effort was as

Douglas Mcgregor's Theory X And Theory Y
Task 2.4–Motivation of staff
Douglas McGregor in his 1960 management book he proposed the two motivational theories which
is the theory x and theory y and that made his mark on history. This motivational theories help
managers perceive employee motivation.
Motivational Theory X
A Theory X manager assumes the following:
Most do not to work and come up excuses
Most don't have high aims with lots of responsibilities and needs someone to spoon fed them
Not all think out of the box to solve problems in the organizations.
Not everyone like changes as they are not technologically updated
The Hard Approach and Soft Approach
Under Theory X, management approaches to motivation range from a hard approach to a soft
approach.
Theory x
The hard approach ... Show more content on Helpwriting.net ...
McGregor stressed that Theory Y management does not imply a soft approach.
Applying Theory Y Management – Business Implications
In the event Theory Y holds true, an organization can use these principles of scientific management
to enhance employee motivation:
Decentralization and Delegation – If firms decentralize control and reduce the number of levels of
management, managers will have more subordinates and consequently will be forced to delegate
some responsibility and decision making to them.
Job Enlargement – Broadening the scope of an employee's job adds variety and choices to satisfy
ego needs.
Participative Management – Consulting employees in the decision making process pushes their
creative capacity and provides them with some control over their work environment. Ms Hogan
adopted this but she was not aware of some of the employees' needs to retire in the near future.
Performance Appraisals – Having the employee set objectives and participate in the process of
evaluating how well they were

Chapter 01 Organizational Behavior
Chapter 01 Organizational Behavior: The Quest for People–Centered Organizations and Ethical
Conduct
True / False Questions 1. | People–centered practices are associated with higher profits and lower
employee turnover. True False | 2. | Power can be provided to employees via centralization. True
False | 3. | Providing training for employees leads to lower employee turnover. True False | 4. | Trust
can be built in organizations through the sharing of critical information. True False | 5. |
Organizations are a social invention helping us to achieve things collectively that we could not
achieve alone. True False | 6. | OB is an interdisciplinary field dedicated to better understanding and
... Show more content on Helpwriting.net ...
True False | 32. | Social capital is productive potential resulting from strong relationships, goodwill,
trust, and cooperative effort. True False | 33. | Trust, mutual respect, teamwork, and cooperative
effort are dimensions of human capital. True False | 34. | Positive social interactions can have
favorable impacts on cardiovascular health and the immune system. True False | 35. | Good
management requires a clear purpose and a bias toward action. True False | 36. | Henry Mintzberg
observed that managers typically devote large blocks of time to planning. True False | 37. |
According to Wilson's managerial skills research, an effective manager controls details by being
overbearing. True False | 38. | The Wilson managerial skills research yields the lesson that dealing
effectively with people is what management is all about. True False | 39. | Managers with high levels
of skill mastery tend to have better subunit performance and employee morale than managers with
lower levels of skill mastery. True False | 40. | According to the Wilson managerial skills research,
effective female and male managers have significantly different skill profiles. True False | 41. | The
successful 21st century manager shares access to power and key information. True False | 42. | A
successful 21st century manager uses formal authority as the primary source of influence.

Mcgregor's Xy Theory
Karl Nagra Karl Nagra Lecturers Name: Graham Orr Management & eBusiness Due Date: 27 April
2012
McGregor's XY Theory
In 1960, American social psychiatrist, Douglas McGregor wrote a book titled 'The Human Side Of
Enterprise'. It was in this book that McGregor first proposed his famous XY theory. McGregor's XY
Theory is a type of motivational management. McGregor's theory is incredibly simple yet effective.
Most of the fundamental elements of the XY Theory rely solely on how the manager views their
employees. Even though McGregor's theory is over fifty years old, it is still relevant today. Authors
have tried to modernise the theory but the basics remain the same. Laurie J. Mullins describes
Theory X type workers as having an "Instrumental ... Show more content on Helpwriting.net ...
Perception can now become an issue. For example a if a manager has experience with an
organisation of primarily managing X type workers. If they are then promoted or moved to a
position which requires a Theory Y type management style, they are likely to take time to adjust to
this new style. During this adjustment phase, the workers under their control will start to perceive
the manager as "a poor listener, seeking culprits for failures, holding on to responsibility but shifting
accountability to subordinates..." (Allan Chapman, businessballs.com). Once this perception is
made, it will be very difficult to undo and can be damaging to the workers. This can also work to the
opposite. If the manager begins to put trust into people that can handle it, the workers can start to
perceive that their job roles are more important than they actually are. This, in an already
predominantly Y type worker, this can cause the worker to become more motivated and willing to
do work. The website expertprogrammanagement.com dictates three ways to improve a workers
performance. These are, "Enlarge the Role: by increasing the scope of a team member's role you add
variety and creative opportunities, meeting their ego needs, and thus subtly encouraging them to
work harder. Engage: participate closely and be transparent with the team on all major decisions. By
providing the team with influence over the decisions made you allow them to

McGregor’s Theory X and Y Essay
Managing resources efficiently and effectively is the most fundamental goal for organisation which
aims to maximise individual and social prosperity. Therefore, the management theory is constantly
developing. In 20th century, there were several management theories proposed such as scientific
management, administrative management, behavioural management, etc. as increasingly aware of
human are crucial element of the organisation and vital in influencing overall organisational
performance, Douglas McGregor who studied about how workers' behaviour effect the manager's
leadership, proposed Theory X and Y (Waddell et al. 2007). It is no doubt this conventional concept
still correct in 21st century, however, business environment is significant ... Show more content on
Helpwriting.net ...
2007). Kermally (2005, p.36) explain that McGregor believed 'how managers manage people in
practice depends on what assumptions they make about workers'. It means that which kind of
leadership managers choose, according to how managers perceive workers' attitudes toward their
job. Managers believe their workers related to Theory X and Y normally use strict supervision
approaches to reduce workers' control on their job, in contrary, managers allow workers to be
innovative and willing to authorise more responsibility to Theory Y workers (Waddell et al. 2007).
McGregor (1960a) assumed workers refer to Theory X are lazy, hate to work, responsibility
aversion and more concern about lower levels of human needs rather than pursuing self–
achievement. McGregor (1960a) suggests that managers should supervise and control the workers in
order to adjust their behaviour and neutralise heir negative attitudes toward work, even punish and
push them to achieve a minimal level of performance. Punishment is necessary because of the nature
of inherently lazy. Managers would find encouraging them to perform better by reward maybe only
valid in a short–term as lazy workers eventually submit adequate effort as they do not pursuit self–
actualisation (McGregor 1960a). in a word, managers centralise the decision making power, set
rules, SOPs and procedures to guide workers what they should process and monitor the process in
order to safeguard the minimal requirement of performance is achieved

Theory X And Theory Y Summary
Douglas McGregor in his 1960 management book he proposed the two motivational theories which
is the theory x and theory y and that made his mark on history. This motivational theories help
managers perceive employee motivation.
Motivational Theory X
A Theory X manager assumes the following:
Most do not to work and come up excuses
Most don't have high aims with lots of responsibilities and needs someone to spoon fed them
Not all think out of the box to solve problems in the organizations.
Not everyone like changes as they are not technologically updated
The Hard Approach and Soft Approach
Under Theory X, management approaches to motivation range from a hard approach to a soft
approach.
Theory ... Show more content on Helpwriting.net ...
McGregor stressed that Theory Y management does not imply a soft approach.
Applying Theory Y Management – Business Implications
In the event Theory Y holds true, an organization can use these principles of scientific management
to enhance employee motivation:
Decentralization and Delegation – If firms decentralize control and reduce the number of levels of
management, managers will have more subordinates and consequently will be forced to delegate
some responsibility and decision making to them.
Job Enlargement – Broadening the scope of an employee's job adds variety and choices to satisfy
ego needs.
Participative Management – Consulting employees in the decision making process pushes their
creative capacity and provides them with some control over their work environment. Ms Hogan
adopted this but she was not aware of some of the employees' needs to retire in the near future.
Performance Appraisals – Having the employee set objectives and participate in the process of
evaluating how well they were met.
If properly implemented, such an environment would result in a high level of motivation as
employees work to satisfy their higher level personal needs through their

Organizational Behavior At A Local Community College
As a current student studying business at a local community college, there have been several courses
that I have taken that have greatly heightened my comprehension and retention of the business realm
and all that it encapsulates. In one of my current classes, organizational behavior, instructed by Mrs.
Swanson we have covered a multitude of exciting and interesting topics that pertain to the
understanding of the different components and elements that comprise the different roles of
management and the behaviors that they exuberate. Organizational Behavior for me as a student has
been a very enjoyable class nonetheless while broadening my knowledge of what the business world
is like on the management side of the spectrum. With all of the different topics that we have covered
in class there is one in particular that caught my eye, one that I personally have seen and dealt with
personally as an employee at a corporation for several years and while all at the same time
experienced the incredible dynamic shift as the textbook entails, the McGregor theory.
What is the McGregor theory? You may be asking yourself. The theory itself is comprised of two
components labeled theory X and Theory Y pertaining to management genres. The typical Theory X
management is a theory suggesting rather that the employees of a company inherently dislike work
and must therefore be directed or even coerced into performing it, almost in a totalitarian regime
basis in that the mangers are essentially

McGregor’s Theory X and Theory Y
McGregor's Theory X and Theory Y
Introduction
Human beings have been studied systematically and objectively for many years to determine if they
are resistant to work or self–governing. In addition, managers who tend to utilize McGregor's
Theory X generally receive poor results from their employees. This report essay will address
McGregor's Theory X and Theory Y in contrasts to include how these theories benefit the criminal
justice system. The sections that will be discussed are: Theory X, Theory Y, Behavioral
Management Theories and conclusion.
McGregor's Theory X According to McGregor's Theory X, it can best be described as employees
who have issues with taking responsibility to go to work with the desire to work and who are ...
Show more content on Helpwriting.net ...
This tends to help boosts the moral in the work place and brings about positive results.
Frederick Herzberg developed a list of factors based on Maslow's Hierarchy of Needs, that's more
related to work. This theory is called the two–factor theory and is also called the motivation–
hygiene theory. (Robbins, p.205)
According to Herzberg the hygiene factors are considered to be the dissatisfiers and the motivators
are the satisfiers. These factors are taken totally from the work environment and feeds off the other.
If there are no dissatisfiers present in the job then satisfiers cannot be utilized. For an example: John
Doe is not happy with his current salary, status or job security which causes him to be negative in
the work place. The satisfier (motivator) is then set in place to invigorate the employee towards
advancements, achievements or growth.
In addition, Elaine Rogers a columnist for Tweak Your Biz wrote a blog referencing the Theories X
and Y. Human nature, beliefs and values seems to be valid in regards to the work place and appears
to be more relevant now than during the previous years because leadership is now more empowering
over employees, clients, colleagues and peers and the management is becoming more examined.
(Rogers, 2012) Ms. Rogers gathered by Ms. Rogers indicated that Abraham Maslow based his
findings on the basic human needs which evolved around the expressiveness and capabilities of
people.

Theory X And Y : Theories
M Indira Ananda
4005168
Individual Assignment
Theory X and Y are theories founded by Douglas McGregor, a professor from MIT Sloan School of
Management, which are inscribed in his book, "The Human Side of Enterprise" in 1960. This essay
will explain about the theories used in human resources, which according to McGregor are vital in
the success of one's company. Theory X is the theory who assume people to dislike work or just
want to work if they received orders from superiors. While the theory Y assumes people love to
work and will do the job without waiting for orders from a superior and always wanted to do the
best for the manager. Both of these theories describe about motivation of human and role of
management behaviour. The theories assemble the factors of production, including human resources
for the economic benefit of the firm, organisational communication and organisational development.
In this essay we will discuss in detail about theory X and Y, and application to individual and
corporate.
First is theory X. In theory X, people very lazy to work and just work if they like the job or received
commands from their manager and want to earn wage without working to much. The characteristic
of theory X can be anti social, does not thank or praise, does not participate, unconcerned about staff
welfare, or morale, takes criticism badly and likely to retaliate if from below or peer group. From
this result we know that management believes that workers need to be

Motivation Theory X And Theory
Motivation Theory X
Motivation Theory X
Foundation of today 's organizations. These theories go back to the turn of the century and in some
cases are considered by the uninformed to be simply fads which come and go. As I have discovered,
these theories are rather the steps on a ladder which continually takes us higher and higher. Douglas
McGregor in his book, "The Human Side of Enterprise" published in 1960 has examined theories on
behavior of individuals at work, and he has formulated two models which he calls Theory X and
Theory Y. Theory X Assumptions The average human being has an inherent dislike of work and will
avoid it if he can. Because of their dislike for work, most people must be controlled and threatened
before they will work ... Show more content on Helpwriting.net ...
Collaborative self directed work teams can get complex projects done at faster rates than the
traditional boss–worker arrangement, because the decision making process is made faster and more
effective in a team. Empowering teams to make decisions about their work also enhances
satisfaction and reduces turnover (Berger, 1998). Self directed work teams involve employees in a
specific area, or those who are working on a specific product or process. Self directed work teams
can be any size, we usually use 5 team members but normally run no more than 12 to 15 employees.
The work team makes the decisions that would normally be made by a supervisor or manager, and
might interact with the company 's suppliers and customers, whether they are inside or outside the
company.
In some companies, self–directed work teams will also take over many of the human resource
functions as well (Cotton, 1993). Self directed work teams have also become one of the more
changing approaches to employee involvement, and has been increasing in popularity within the last
several years. Companies such as Proctor & Gamble, Digital Equipment, General Mills, Federal
Express and other well known companies, are reorganizing their employees into self directed work
teams. In a recent survey, 476 Fortune 500 companies found that although only 7% of the work

Theory X Case Study
3.5 Theory X / Theory Y / Theory Z
3.5(1) Theory X
According to McGregor and Cutcher–Gershenfeld (2006), Theory X management assumes the
following:
Work is inherently distasteful to most people, and they will attempt to avoid work whenever
possible.
Essentially, Theory X assumes that the primary source of employee motivation is monetary, with
security as a strong second. Under Theory X, one can take a hard or soft approach to getting results.
For example, Fairwood before the 2000s the staff just force on salary. No bonus, no passion.
3.5(2) Theory Y
For most people, are never completely satisfied. As such, it is these higher–level needs through
which employees can best be motivated. (McGregor and Cutcher–Gershenfeld, 2006)
Adhering to the ... Show more content on Helpwriting.net ...
2.2.3. Social identity theory of leadership
Bridging the followers as the center and the relationship view, this theory argues that the
effectiveness of the leader depends on the motivation of the followers to cooperate with the leader as
well as the ability of the leader to influence the followers. (Chemers, 2001; Hogg, 2001; Van
Knippenberg & Hogg, 2003; Yukl, 2001).
According to research with the government of Labour and Welfare Bureau mention as Fairwood
offering employment to ethnic Minorities, promoting an inclusive and caring culture.
"Caring for society and caring for customers is the watchword for us to fulfill corporate social
responsibility on the one hand, and forge a positive relationship with our customers on the other. If
customers feel well about you, the patronage will naturally grow." Chain fast food restaurant group
Fairwood Holdings Limited (Fairwood) CEO Mr. Chan Chi–shing hit the nail on the head about
corporate participation in developing social capital and how to achieve mutual benefits by making
contribution to a caring society.(Labour and Welfare Bureau,

The Theory X And Theory Y Essay
The ability to predict the behavior of employees in an organization is a key element in encouraging
and ensuring that employees to produce desired results. Some employees usually take great pride in
their work and obtain satisfaction from performing their duties well. Such employees are innately
motivated (Douglas McGregor: Theory X and Theory Y, 2015). Other employees are never proud of
their work. They simply work because they believe that they cannot survive without their jobs. Such
employees are externally motivated (they require an outside force to compel them to perform their
duties) (Theory X and Theory Y: Understanding Team Member Motivation, 2016). These ideas
about employee behavior and much more have been developed by social psychologist and
management professionals, such as Douglas Mc Gregor, Abraham Maslow, and Herzberg, in the
form of theories to help managers and employees predict each other's behavior. This paper focuses
on the Theory X and Theory Y, which were both developed by Douglas McGregor. It describes the
theories and analyzes their effectiveness in predicting human behavior.
Theory X and Theory Y
Unlike other theories that usually focus on employees, Theory X and Theory Y focus on managers
and the perceptions they have about their employees, which in turn influences their behavior
towards their employees (Theory X and Theory Y: Understanding Team Member Motivation, 2016).
Different managers have different perceptions about the things that motivate

Compare And Contrast Gregregor's Theory X And Theory Y
2.2.2.2 Dougles Mc. Gregor's Theory X and Theory Y:
Dougles Mc. Gregor an American social psychologist, came up with the theory of theory X and
theory Y. In the year 1960, he published his book "The Human side of Enterprise", which talks about
behaviour of individuals at work. McGregor's Theory X and Theory Y has become a basic principle
for the development of the positive management styles and techniques. This theory has become the
basics for the study of organisational development and improving organisational culture.
Theory X (Authoritarian Management Style):
The tendency of the average human being is to dislike work and to avoid it if they can.
If the average human being is to work hard then they need to be controlled and threatened by their
superior.
They dislike responsibility ... Show more content on Helpwriting.net ...
Theory X assumes that human beings dislike to work hard but theory Y assumes that human beings
work in a natural process.
2. Theory X assumes that people do not have ambitions and try to avoid responsibilities. Theory Y
assumes that people are ambitious regarding their career and try to prove themselves through hard
work.
3. Theory X considers people to be less creative. Theory Y considers people to be more creative and
their ideas should be taken into consideration in organisational decision making.
4. Theory X gives importance to lower level of needs while theory Y gives importance to higher
level of needs.
5. In theory X, people lack self motivation and need external supervision at work, but in theory Y,
people are considered to be self motivated and would prefer self control.
6. Theory X emphasises centralisation of authority whereas theory Y emphasises decentralisation.
7. Theory X emphasises autocratic style of leadership while theory Y emphasises democratic style of
leadership.
2.2.2.4 Peter Drucker's (Management by Business Objective):
In 1954, Peter Drucker came up with the idea of management by business

Mc Gregors Theory X and Y
The foundation of McGregor's theory has direct links to Taylor's study of scientific management: a
study of scientific management as a link between human beings and their jobs which in turn need to
be re–constructed to maximise efficiency (Waddell et al. 2007, p. 43). Many researchers and
scholars have developed theories based on the work of F.W. Taylor. McGregor, Maslow and others
who assisted to improve the view of human relation tried to prove that there is another side to the
traditional perspective of workers (Bartol and Martin 1998, p. 52).This literature review will be
focusing on the evolution of McGregor's Theory X and Theory Y in relation to the development of
management theory. Moreover will be explaining the definition of X ... Show more content on
Helpwriting.net ...
47–48). Managers who hold the belief in Theory Y are likely to exercise a participatory style,
discussing with their subordinate voicing their opinion, and encouraging them to take part in
decision making (Lewis, Goodman and Fandt 1998, p. 56). Management's main aim is to structure a
proper working environment in order to achieve their higher–order personal goals by achieving
organizational objectives (Bloisi, Cook and Hunsaker 2007, p. 205).
The organizations of 21st century are in a more dynamic world where technology, education and
research and better economic conditions are vastly improving. It becomes gradually more important
for managers to hold the set of assumptions about human behaviour that McGregor has proposed in
his Theory If an individual holds Theory X assumptions then he will not be logical and responsive to
data, therefore, will have limited choice of managerial style. In regard to Theory Y, he can wisely
choose from variety of options (Schein 1975, p. 7). Having worked for 15 years in many types of
organization, Schein (1975, p. 3) believes that organizations need more Theory Y managers at all
levels especially at higher levels. However, few companies still practice Theory X management
(Daft 2003, p.48), but many are applying Theory Y concept of management such as Hewllet Packard
(Waddell et al. 2007, p. 56) and SOL cleaning service, and it has proved to be a success. They
consider everyone equal and value each employee's

Theory X Vs Theory Y Essay
Theory X vs Theory Y: A Manager's Choice
Beliefs and assumptions about what motivates members of a team strongly influence a management
style. An authoritative style of management is geared towards the belief that team members dislike
work; On the other hand, when employees take pride in doing a good job, management will tend to
adopt a more participative style (mindtools.com, 2015). These two management styles are
formulated by Theory X and Theory Y respectively. These theories resulted from an idea devised by
Douglas McGregor and were noted in his 1960 book "The Human Side of Enterprise." The book
covers a fundamental clarification between the two management styles and has developed the basis
of future analysis on the subject ... Show more content on Helpwriting.net ...
The principals of Maslow's Hierarchy of Needs outline our behavior and actions as being driven by
a 'hierarchy' of needs; lower level needs, like survival, must be satisfied before motivation moves on
to meet higher level needs, such as 'connection feeling' and self–actualization (iwise2.com, 2012).
Theory X merely satisfies lower–level physical needs which therefore results in limiting
productiveness. "Man is a wanting animal," wrote McGregor, "as soon as one of his needs is
satisfied, another appears in its place" (economist.com, 2008).
In this Theory, when the physiological, safety, and social needs are all reasonably provided, the
employee's needs become satisfied, thus rendering them stagnant and without further motivational
fuel, and the organizational motivation dampens.
Theory Y is a total contrast to Theory 'X '. McGregor believed that people desire to learn and that
work is a natural activity to the extent of developing self–discipline and self–development
(dheise.andrews.edu, 2001).
In McGregor's 1960 published article, The Human Side of Enterprise, he mentions a process in in
regards to Theory Y of creating opportunities, releasing potential, removing obstacles, encouraging
growth, and providing guidance –as Peter Drucker called it, "management by objectives" in contrast
to "management by control" (McGregor, 1960, pp. 12 {7}).
Also, noted in McGregor's 1960 article, of Theory Y, he introduces a participative style of
management that is

Kansas City Crime Prevention Study
Chris Cox
Policing and Society
3/6/15
Exam 2 Short Answers
Question 1
Theory X and Theory Y were created by Douglas McGregor. Theory X has 8 points that include:
productive enterprise is under the control of management, with regards to people, this is an attempt
to control their efforts, to motivate them, controlling their actions, and changing the way they act,
and if this is not done, people will docile and resist the needs of the organization and the every day
man does what he can to work as little as possible. Theory X also says the every day man is not
ambitious, does not like responsibility, would rather follow than lead, is self–centered, does not like
for things to change, is very gullible, and not very bright. Theory X represents the ... Show more
Administrative discretion and enforcement discretion are the two types of discretion. Administrative
discretion is the officer having the freedom to make fair decisions about the corse of action to be
taken. Enforcement discretion is how officers enforce the laws while making sure that order is kept
within the area. Three variables used when understanding discretion used by officers include
offender, situational, and system varialbes. Offender variables consist of things such as the sex,
ethnic background or even the age of offender. Situational variables are considered to be how
serious the offense is, such as a minor speeding violation compared to a hit and run. System
variables are described as the relationship the offender has to certain groups of people, such as if
they are a relative to another officer, the attitude of the community, or the views of the

Leadership Style : Douglas Mcgregor 's Theory X
Before we examine the core characteristics of autocratic leadership in terms of the four key
characteristics of the theory and the way autocratic leadership can manifest, it's auspicious to
consider the theoretical basis of the leadership style: Douglas McGregor's Theory X.
Theory X
Autocratic leadership style closely rests on the assumptions made in Douglas McGregor's Theory X.
The theory explains why people behave the way they do and if they are acting in a particular way,
what kind of leadership style would be beneficial for them The social psychologist studied human
motivation and management in the 1960s and developed two distinct theories: Theory X and Theory
Y. According to McGregor's findings, leader base their management style in the assumptions and
beliefs of how they think the team can be motivated. If the leader assumes the team is not motivated
and doesn't enjoy the work, then the leader will adopt an authoritarian or autocratic style. The below
image outlines the assumptions both theories make about the subordinates and their motivation:
Source: Business Case Studies
While McGregor criticised the Theory X type of management style, the psychologist also
recognised that these types of subordinates exists and that certain environments would require an
autocratic leadership style to succeed. For example, he suggested the style would work well in
environments that require large–scale production or have a number of unskilled workers in place.
The theory is,

Theory X and Theory Y
McGregor (1960) described two views on human motivation: Theory X and Y. Theory X, the more
conventional one, holds the view that people are in themselves not intrinsically motivated to work
and even attempt to avoid it, that people have no ambition, are resistant to change, are not
particularly intelligent and that people only work for money and security. Management's objective is
to direct employees efforts, motivating them, controlling them and modifying their behavior to
ensure that they behave in line with the organization's needs and goals.
In contrast, Theory Y holds the view that work can be child's play. People are committed, can work
autonomous and still reach their work objectives, act responsible and are creative in ... Show more
We will first discuss the characteristics of modern society implying the shift to more Y–motivated
people. Then we will discuss the obstacles inhibiting organization to move towards more Y–
supporting organizations.
Characteristics of Modern Society supporting Y
One of the major characteristics of modern society is "globalization". Johnson (2002) stated that
globalization is a recent phenomenon in human history. Five developments where of major influence
in making globalization possible and effective (Johnson, 2002). We will make use of one of these
characteristics to underline the fact that people in modern society are Y–motivated.
Knowledge– there has been an enormous increase in knowledge since 1750 (Johnson, 2002). Even
LOI, a Dutch learning–institute, is advertising with it, "The Netherlands are getting smarter".
Current developments in modern society show a trend toward a society with more higher educated
people. The amount of higher educated people is rising. In 2012 the Dutch population consisted of
28% higher educated people, in 2003 this was only 23% (CBS, 2012).
We believe that the work done under people expressing Theory Y often is knowledge intensive
work. Johnson (2002) already stated that there is much more knowledge available nowadays. Also
we spotted a trend among the Dutch population that the amount of higher

Theory X and Y
douglas mcgregor – theory x y
Douglas McGregor 's XY Theory, managing an X Theory boss, and William Ouchi 's Theory Z
Douglas McGregor, an American social psychologist, proposed his famous X–Y theory in his 1960
book 'The Human Side Of Enterprise '. Theory x and theory y are still referred to commonly in the
field of management and motivation, and whilst more recent studies have questioned the rigidity of
the model, Mcgregor 's X–Y Theory remains a valid basic principle from which to develop positive
management style and techniques. McGregor 's XY Theory remains central to organizational
development, and to improving organizational culture.
McGregor 's X–Y theory is a salutary and simple reminder of the natural rules for managing ...
Show more content on Helpwriting.net ...
Theory X managers are facts and figures oriented – so cut out the incidentals, be able to measure
and substantiate anything you say and do for them, especially reporting on results and activities.
Theory X managers generally don 't understand or have an interest in the human issues, so don 't try
to appeal to their sense of humanity or morality. Set your own objectives to meet their organisational
aims and agree these with the managers; be seen to be self–starting, self–motivating, self–
disciplined and well–organised – the more the X theory manager sees you are managing yourself
and producing results, the less they 'll feel the need to do it for you.
Always deliver your commitments and promises. If you are given an unrealistic task and/or deadline
state the reasons why it 's not realistic, but be very sure of your ground, don 't be negative; be
constructive as to how the overall aim can be achieved in a way that you know you can deliver.
Stand up for yourself, but constructively – avoid confrontation. Never threaten or go over their
heads if you are dissatisfied or you 'll be in big trouble afterwards and life will be a lot more
difficult.
If an X theory boss tells you how to do things in ways that are not comfortable or right for you, then
don 't questioning the process, simply confirm the end–result that is required, and check that it 's
okay to 'streamline the process ' or 'get things done more

Theory X, Theory Y
Theory X, Theory Y by Douglas McGregor is a motivation theory. Douglas McGregor is a social
psychologist and applied two sets of assumptions to the organizational structure called Theory X
and Theory Y. His theory is based on managerial views of human beings. In his book, The Human
Side of Enterprise, he outlined a new role for managers. He stated that managers should assist
subordinates in reaching their full potential, rather than commanding and controlling. Theory X is
negative and Theory Y can be stated as the opposite, positive. Douglas concluded that managers
shaped their behavior towards workers based on either the X or Y views.
Theory X presumes that average employees dislike work, are lazy, dislike responsibility, and must
be ... Show more content on Helpwriting.net ...
Theory X and Y call for managers to examine their assumptions about human nature and see how
these models lead to managerial practices. These assumptions will be reflected in management
attitudes toward employees, the kind and amount of participation they allow, and the outcomes they
expect. The strength of McGregor's theory is its significance. When McGregor formulated his
theory, companies competed on their ability to mass produce goods. Today, however, paying
attention to the human aspect is a requirement if any organization. Without a powerfully motivated,
highly skilled, self–reliant human resource, organizations do not stand a chance to survive, much
less compete. McGregor's theory provides the solution to problems related to the human aspect of an
organization.
Some of the weaknesses in McGregor's Theory X and Theory Y theory are that there is only so
much money that can be offered as motivation and only so much control that can be applied. People
change and so do motivators. McGregor states that a satisfied need no longer motivates. This theory
has no evidence to support Theory X or Theory Y. There's no validity in the assumption that
managers who modify their actions or behaviors will lead to more motivated workers (textbook
citation p177). It is part of the manager 's job to exercise control and influence, and there are
situations in which this

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